Richard Greenberg comments on the legal risks when refusing to honor an employee’s rescinded resignation in “What Do You Do When an Employee Resigns, Then Asks to Stay?,” published by SHRM.
Archives for November 13, 2023
Jody Kahn Mason comments on the impact that recent court decisions will have on Illinois employers who are facing BIPA litigation, or who use, or have used, biometric technology in the workplace in “Companies hit with class actions under Illinois biometric data law,” published by Legal Dive.
Nationwide employment law firm Jackson Lewis P.C. is pleased to announce it has been honored with the “Tipping the Scales” award from the Diversity & Flexibility Alliance. Jackson Lewis was one of 78 law firms honored at the Diversity & Flexibility Alliance’s Annual Conference in Washington D.C., for having at least 50 percent women in its 2023 new partner class. This is the fourth consecutive time the firm has won the award since its inception in 2019.
The retail industry has experienced an uptick in union organizing over the last few years, and decisions from the National Labor Relations Board are expected to ease unionization. Labor law is evolving, and employers must adapt to changing unionization tactics.
On September 29, the Equal Employment Opportunity Commission (EEOC) released its draft enforcement guidance on harassment in the workplace. This proposed guidance comes after a previous attempt to update in 2017. The last published guidance released by the EEOC was in 1999, titled “Enforcement Guidance on Vicarious Liability for Unlawful Harassment by Supervisors.” Approximately two decades later, the agency has keyed in on today’s current issues of sexual harassment to update its guidance. The desire to implement changes to the guidance has stemmed from events such as the #MeToo movement and the COVID-19 pandemic as well as the rise in online harassment.
Jones Walker LLP announced today that the firm’s Jackson office has relocated to the Fondren Building from its previous location in the Pinnacle Building downtown. The new office address is 3100 North State Street, Suite 300, Jackson, MS 39216.
Under a new proposed rule from the U.S. Department of Labor (“DOL”), millions more workers would be eligible for overtime pay unless employers pay a much higher salary threshold. As it stands, under the Fair Labor Standards Act (“FLSA”), employees who are paid a salary of at least $35,568 annually and work in a “bona fide executive, administrative, or professional capacity” — often called “white collar” or “EAP exceptions” — are not covered by the FLSA requirements for employees to receive overtime at a rate of one-and-one-half times their regular rate of pay for time worked beyond 40 hours in a week. If adopted, the new proposed rule — which would be updated every three years — would raise the annual salary level threshold to over $55,000 for white collar exemptions, and to $143,988 from $107,432 for “highly compensated” employees.
FordHarrison LLP is pleased to announce that the firm’s Diversity Equity and Inclusion Practice Group is implementing a Diversity, Equity and Inclusion Audit (DEIA) Taskforce in an effort to get ahead of the movement to dismantle voluntary workplace diversity programs and guide employers through a proactive analysis of proposed and ongoing DEI programs and initiatives for compliance with federal, state and local employment laws.
FordHarrison LLP, one of the country’s largest management-side labor and employment law firms, is pleased to announce that the firm has received Tier 1, Tier 2, and Tier 3 Rankings in the 2024 Edition of U.S. News – Best Lawyers list of “Best Law Firms.” Firms included in the 2024 “Best Law Firms” list are recognized for professional excellence with persistently impressive ratings from clients and peers. Achieving a ranking signals a unique combination of quality law practice and breadth of legal expertise.
More of the Same: December 2023 Visa Bulletin Brings Few Changes From November
Plus guidance on what to do when some employees prefer a pet-free workplace.
A leader who is questioning the leadership track she’s on must learn how to redefine what gives her meaning at work.